Abstract: The article describes the nature of the use of natural and artificial intelligence in the talent management system in the Moscow Region. The extent of using talent management technology, the tools, the ratio of demand for natural and artificial intelligence in talent management, and the level of employee confidence in man (robot) in management are analyzed. It is revealed and substantiated that personnel management services and the management of companies do not effectively use natural intelligence in the framework of the talent management system, relying on chance and a typical approach. Ambiguity in the assessment of artificial intelligence by both employees and company management was revealed. Increased use and fears of the negative impact of artificial intelligence become opposing factors in talent management. It is proposed to quickly implement advanced technologies based on artificial intelligence, with no harm to the human and his potential. It is also proposed to constantly keep in focus the risks of intercepting initiatives in the management of artificial intelligence and the crowding out of a person from the labor market. The main advantage of the article is an integrated approach to the study of the pattern of using natural and artificial intelligence in the talent management system. The authors considered the issue of identifying the ratio of artificial and natural intelligence in talent management for the first time. The results can serve as a basis for further research in the system of human resource management, as well as good support for making management decisions in the implementation of artificial intelligence in business processes and organization management.

The article reveals the current state and prospects of companies using IT technologies in HR. The goals and objectives of the study are given. Examples of modern technological trends in Russia and in the world are given. The features of various services and sites that are used in the modern approach to personnel management and recruitment, as well as their advantages and disadvantages are revealed. An analysis is given of the current state of use of the latest technologies in Russia and the prospects for using them in the future. Conclusions are made about the need to improve the use of information technologies in personnel management, their modernization and, directly, the introduction of new technologies in the management of the organization's personnel. Also, a summary table is provided on the provided technological developments in the field of personnel management. All described sites and technologies will help companies in the age of rapidly developing technologies to increase the productivity and efficiency of both staff and the company as a whole.

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Some BDNF (brain-derived neurotrophic factor)-targeted microRNAs such as miR-30a-5p associate with alcohol dependence phenomenon however their relationship with AWS is not described. We aimed to measure serum BDNF concentration and relative content of miR-30a-5p over the course of alcohol abstinence and compare obtained results with clinics of AWS. Additionally, we studied relative serum content of miR-30a-5p, a microRNA which does not target BDNF but relates to alcohol use disorder. Serum BDNF concentration increased over the course of alcohol abstinence, contrary relative content of miR-122 but not miR-30a-5p decreased. Moreover, during AWS miR-122 but miR-30a-5p negatively correlated with serum BDNF concentrations. Relative content of miR-122 negatively correlated with depression and state anxiety levels on 8th day of abstinence. According to multiple regressions on 21st day of abstinence alcohol craving and cognitive disturbances may be predictors of serum BDNF concentration, and vice versa. Thus, serum BDNF concentration and relative content of miR-122 associate with some aspects of AWS clinics and may dynamically reflect AWS severity.

The research contains the current attitude of employee and employer to remote work. The number of employees who switched offi ce work to remote work will increase every year. The reason is that remote work allows to reduce production costs, hire the most qualifi ed workers from diff erent regions and take individual characteristics of a person into consideration. This research is relevant because according to a research by Hays in Russia, ninety percent of offi ce workers would like to work remotely in the future. However, this mode of operation is not possible in all areas of professional activity. Moreover, the expectations of employees may not coincide with reality, because remote work has not only advantages but also disadvantages. The purpose of research is to determine which professions workers wanted and could work in remote access mode and whether the applicants’ expectations of working in remote access mode meet the proposals of employers.